Change management is characterised by the targeted support of change processes. This process is particularly important when it comes to further developing the corporate culture. Change management supports the sustainable establishment of new structures, behaviours and ways of thinking and promotes cultural change.
Change management as a key element for sustainable cultural change
Cultural change cannot be brought about by new processes or technical innovations alone. Companies that introduce agile working methods such as design thinking or create creative workspaces often find that the desired effects fail to materialise without a parallel change in culture. Change management is therefore an indispensable tool for supporting the attitudes and behaviour of employees in a targeted manner and thus anchoring the change.
Many managers from the technology sector report that the transition to digital working methods can only work if openness, trust and collaboration are consciously promoted. At the same time, companies from the manufacturing industry recognise how important it is to involve all levels of the hierarchy in the change in order to reduce resistance and create acceptance.
In the public sector, on the other hand, it is often found that change management processes are particularly successful thanks to transparent communication and regular feedback rounds. As initiators, managers play a key role in promoting an open error culture and a willingness to learn continuously.
The role of managers in change management and cultural change
Managers play a central role in change management as role models and culture bearers. They must not only support change, but also actively exemplify it. In practice, this means that a manager in a financial services provider demonstrates through their own behaviour how openness and a willingness to experiment can be lived. At the same time, managers from the healthcare sector help to reduce fears and guide their teams safely through phases of change.
Managers in industry also have the task of creating the culture of trust that is necessary for agile and self-organised forms of work. At a medium-sized manufacturing company, the visible support from senior management meant that new ideas could be tried out and implemented more quickly.
Another example is provided by a customer from the IT sector, where managers promoted collaboration across departmental boundaries through regular dialogue formats. This created team cohesion that accompanied and stabilised the cultural change.
BEST PRACTICE with one customer (name hidden due to NDA contract)
BEST PRACTICE with one customer (name hidden due to NDA contract) - In an international company, the introduction of agile working methods was accompanied by the consistent involvement of managers in the change management process. Workshops and coaching sessions were used to strengthen managers as cultural ambassadors. They transferred the skills they had acquired to their teams in a targeted manner, enabling an open and trusting corporate culture to gradually become established.
Change management methods and practical tips
Professional support for change processes is based on tried and tested methods. Models such as Kotter's 8-step model or Lewin's three-phase model offer clear guidelines for action. They structure change management in the following steps: Initiating, planning, communicating, implementing and stabilising.
In practice, a number of key measures are recommended in order to successfully shape cultural change:
- Early involvement of all stakeholders and identification of cultural advocates.
- Open and transparent communication about the goals and benefits of change.
- Customised training courses and workshops that make new values tangible.
An example from the automotive industry shows that team-building measures and change reporting increase transparency and enable error-conscious learning. In the pharmaceutical industry, a clear communication strategy meant that employees were able to voice their concerns and actively participate in cultural development. In a consulting firm, on the other hand, accompanying coaching sessions proved effective in reducing individual resistance and making it easier to adapt to new ways of working.
How KIROI 4 effectively supports change management
KIROI 4 supports change management projects with innovative impulses. This approach combines systemic consulting with state-of-the-art tools to provide targeted support for cultural change. The focus is on the people who actually shape the change.
KIROI 4 makes it possible to sharpen the view of organisational structures through targeted analysis and feedback systems. Companies from a wide range of industries use this method to make change processes measurable and to shape cultural change in a profound way.
Another advantage of KIROI 4 is that managers and employees are identified and strengthened as culture bearers. This makes it easier to anchor the changes in the long term. Companies from the telecommunications industry report that KIROI 4 has not only enabled them to increase efficiency, but also to develop a new culture of innovation.
My analysis
Change management is a central building block for effectively supporting cultural change and anchoring it permanently. Companies from a wide range of industries report positive experiences when they actively and systematically implement change management. In particular, strong leadership, transparent communication and the involvement of all those involved are crucial for success.
KIROI 4 offers an innovative approach that supports cultural change in a profound and sustainable way. Change management therefore not only supports technical or structural changes, but also works on a human level and promotes an open, agile corporate culture.
Further links from the text above:
[1] Change management: definition, methods and process - Personio
[2] Cultural change and cultural development in organisations - Schmidt Strategy
[4] Systemic organisational development - creating identity
[5] Change Management - Methods, Tools and practical Examples - Konfuzio
[8] Organisational development and cultural change - Stegmann Company
[10] Cultural change in companies: Your path to the future - IOS Schley
For more information and if you have any questions, please contact Contact us or read more blog posts on the topic Artificial intelligence here.
Deutsch 
English (UK)